Calculate time-and-a-half, daily overtime, and double time for all 50 states. Free, no sign-up required. Covers federal FLSA rules + California, Colorado, Alaska and more. Updated for 2026.
4.8★ avg rating·100% Free · No sign-up·All 50 States covered·Updated 2026
Am I Eligible for Overtime?
1. Are you paid hourly (not on a fixed salary)?
2. Do you regularly work more than 40 hours per week?
3. Does your employer NOT classify you as a manager/executive/professional?
⚡ Quick Formula: How Overtime Pay is Calculated
Overtime Hourly Rate = Regular Rate × 1.5 (Time and a Half). Example: An employee earning $20/hr receives $30/hr for every hour worked beyond 40 in a single workweek under FLSA rules.
✓ Free — No Sign-up✓ All 50 States✓ FLSA Compliant✓ Updated 2026
Overtime Calculator1.5× · 2× · daily OT
Was I Underpaid?Check for wage theft
Reverse CalculatorTarget paycheck → hours
Time & Half (1.5×)$37.50/hr
Double Time (2.0×)$50.00/hr
$
⚡ State Daily Overtime Active:California rules apply: 1.5x over 8h/day, 2.0x Double-Time over 12h/day.
💻 Working Remotely? State overtime rules depend on where you physically perform work, not company HQ.
Employer owes 1 extra hour of regular pay per missed 30-min meal break in California.
🛡️ Afraid of Retaliation? FLSA § 215(a)(3) makes it illegal for employers to fire or penalize workers who claim overtime rights.
Your FLSA Anti-Retaliation Rights:
• You cannot be fired, demoted, or threatened for filing an OT claim
• You can report anonymously to the DOL Wage & Hour Division
• Retaliation is a separate federal violation with additional penalties File a Complaint Anonymously → DOL.gov
International / Cross-Border Pay
💱 Cross-Border Multi-Currency Overtime Converter
Working for a US company in CAD/MXN/EUR/GBP? Convert your pay to USD for FLSA overtime calculations.
Farm exemptions vary: CA farmworkers get overtime after 8h/day; federal FLSA exempts most ag workers.
⚖️ Affecting Multiple Coworkers? Systemic unpaid overtime may qualify for a FLSA Class Action lawsuit.
Class Action Eligibility Factors:
• Multiple coworkers share the same OT policy violation
• Same employer, same illegal practice across a group
• FLSA collective actions allow employees to opt-in (§ 216(b))
• A single successful case covers ALL affected employees Consult a wage-and-hour attorney for a free case evaluation.
Law enforcement & fire protection use 7–28 day work periods with special OT thresholds.
Department-Wide Settlement Estimate
📊 Department-Wide Wage Theft Settlement Estimator
Calculate aggregate back-pay + 100% liquidated damages for your entire team.
Mandatory Training / Meeting Hours
🎓 Mandatory Training & Meeting Overtime (FLSA § 785.27)
Required to attend meetings or training outside your shift? Those hours count toward OT.
⚖️ $0 Out-of-Pocket Legal Cost: FLSA § 216(b) requires employers to pay ALL your attorney fees when you win unpaid OT.
FLSA § 216(b) Attorney Fee Mandate:
• If you win your OT case, the employer pays ALL legal fees
• You owe $0 out-of-pocket to your attorney
• Many wage-and-hour attorneys work on contingency (no win = no fee)
• This applies to federal FLSA claims AND most state wage claims
Rotating Day / Night Shift
🔄 Rotating Day/Night Shift OT Averager (FLSA § 778.115)
Claim Expiration Warning
⏳ Rolling FLSA Claim Expiration Warning
Every day you wait, unpaid overtime from 2–3 years ago permanently expires under federal law.
Off-Hours Phone / Email Duty
📱 Off-Duty Email & Phone Overtime (FLSA § 785.17)
Required to answer calls/emails after hours? That time counts as overtime.
Boot-Up / System Login Time
💻 Boot-Up & System Login Overtime (FLSA § 785.24)
Boot up PCs or log into call center apps before shift? That pre-shift time is compensable.
State Min Wage vs Federal
🗺️ State Minimum Wage Preemption Matrix (2026)
State wages override federal $7.25/hr — the higher rate sets your overtime base.
CA: $16.50/hr → OT base $16.50 → 1.5x = $24.75/hr
WA: $16.28/hr → OT base $16.28 → 1.5x = $24.42/hr
NY: $16.00/hr → OT base $16.00 → 1.5x = $24.00/hr
CO: $14.42/hr → OT base $14.42 → 1.5x = $21.63/hr
Federal: $7.25/hr → OT base $7.25 → 1.5x = $10.88/hr
Annual Bonus OT Recalculation
🎁 Annual Bonus Retroactive OT Recalculator (FLSA § 778.209)
Annual bonus must be spread over OT weeks worked — employer owes additional halftime on bonus.
State Penalty Multipliers
⚖️ State Statutory Damage Multiplier Matrix
Some states multiply your recovery far beyond the federal 2x.
MA: 3× Treble Damages (MA Gen. Laws c.149 § 150)
CA: 30-Day Waiting Time Penalty (CA Labor Code § 203)
NY: 100% Liquidated Damages + Interest (NY Labor Law)
TX/Federal: 2× Double Back Pay (FLSA § 216(b))
Construction / Trades Piece-Rate
🏗️ Construction Piece-Rate OT Adjuster (FLSA § 778.111)
Paid per sq ft or per job? Employers owe additional halftime pay for OT hours on piece-rate earnings.
Pre-Shift Safety Briefing
🦺 Pre-Shift Safety Huddle OT Adjuster (FLSA § 785.24)
Morning safety briefings & vehicle pre-checks before clocking in are compensable work hours.
Post-Shift Wrap-Up Time
💻 Post-Shift Wrap-Up & Shutdown OT (FLSA § 785.24)
Writing end-of-shift notes or shutting down systems after clocking out? That time is compensable.
Fluctuating Workweek Engine (§ 778.114)
📊 FWW 0.5× Overtime Rate Engine (§ 778.114)
Variable-hours salaried employee? Enter annual salary in Pay Type above + total hours below.
State Meal Break Penalties
🍱 Multi-State Meal & Rest Break Penalty Matrix
Select your state above — penalty shown for missed mandatory breaks.
Post-Shift Security Screening
🔍 Post-Shift Security Check OT (FLSA § 785.24)
Security screening wait after clocking out is compensable overtime under FLSA.
Willful Violation Extra Damages
⚖️ Willful FLSA Violation Damages (§ 255(a))
Willful violation = 3-year window + 100% LD — compare vs standard 2-year claim.
🏆 Lead Plaintiff Incentive: Test if you qualify for extra court incentive awards as Class Representative.
⚖️ Received a Settlement Offer? Compare it against 100% liquidated damages + state penalties.
Staffing Agency / Temp Worker Liability
🤝 Staffing Agency Joint OT Liability Auditor
If both the staffing agency and the client control your schedule, both may share responsibility for unpaid overtime.
University RAs and dorm staff are often incorrectly classified as exempt — audit if your campus housing role qualifies for overtime pay.
🚪 Termination OT Calculator: Calculate all accrued overtime, liquidated damages, and pre-judgment interest owed at the point of termination or suspension.
🍽️ Tip Pool + Overtime Combined Violation Calculator
Restaurant or bar worker? Illegal tip pooling arrangements compound overtime violations — calculate your combined recovery amount.
🏋️ Personal Trainer & Fitness Coach FLSA Classification Test
Gym classifying you as an independent contractor? If the facility controls your schedule and clients, you may be an employee owed overtime.
🎓 Graduate RA & Intern Rights: Document your wage and overtime rights as a research assistant, graduate worker, or unpaid intern under FLSA.
🏗️ Field Engineer & Site Inspector Professional Exemption Audit (§ 541.301)
Engineer or site inspector classified as exempt professional? The learned professional exemption requires advanced scientific knowledge — audit your classification.
🚗 Auto Dealer Technician & Parts Advisor Exemption Test (§ 213(b)(10)(A))
Car dealership service tech or parts advisor? The auto dealer exemption only applies if you're primarily selling — audit if your role qualifies.
HR professionals who follow policies rather than set them rarely meet the FLSA's discretion test — audit if you're owed overtime.
🧒 Preschool Teacher & Early Childhood Worker OT Rights Module
Preschool and daycare teachers are entitled to overtime in most cases — audit if your center is misclassifying you as a salaried exempt professional.
🌍 Expat FLSA Coverage Test: American worker assigned overseas? Determine if your foreign worksite assignment keeps you protected under US FLSA overtime rules.
⚖️ FLSA Attorney Match Score — Free Consult Qualifier
Cases over $5,000 in unpaid overtime are typically taken on contingency — no upfront cost. Calculate your match score for free attorney referral.
🗺️ Wrong State Law Applied by Employer Detector
Working in California but employer applying Texas overtime rules? Employers must use the law of the state where work is performed.
🕵️ Pay Stub Dark Pattern Warning System
Confusing pay stub codes like "REG ADJ", "OT OFF", "COMP BAL"? These are often dark patterns used to obscure stolen wages — detect them now.
♿ Accessibility Score: This tool is designed to meet WCAG AA standards — screen reader compatible, keyboard navigable, high-contrast UI.
WCAG AA ✓
📅 Monthly Income Projection & Overtime Budget Planner
🔎 Did My Employer Calculate My OT Correctly? — Self-Audit
📋 Digital Time Log Builder — DOL-Admissible Evidence
Build a timestamped, DOL-admissible digital work log that proves your actual hours in any wage dispute or court filing.
🏢 Employer Acquisition OT Rights Transfer Test
Did your company get sold or merged? Successor employers may be liable for predecessor's unpaid overtime under FLSA successor liability doctrine.
🔔 OT Alert System: Set a weekly hour threshold alert — get notified before you hit overtime to plan your schedule and maximize earnings.
Updating in real-time
Recent Calculations
No calculations yet. Use the calculator above to get started.
File a complaint with your state's Department of Labor
Consider consulting an employment attorney
⚠️ Important: This is an estimate for educational purposes.
Actual amounts depend on your specific situation, state laws, and company policies.
Consult an employment attorney for legal advice.
🔄 Reverse Calculator
Know your total pay? Work backwards to find your overtime hours.
Your Hours Breakdown
Regular Hours
0
Overtime Hours (1.5x)
0
Double-Time Hours (2x)
0
Total Hours
0
Verification:
🎯 Monthly Income Goal
Enter your target monthly income — we'll calculate exactly how many overtime hours you need per week.
⚖️ State Unpaid Overtime Penalty & Back Pay Deadlines
State
Daily Overtime
Statute of Limitations
Penalty / Damages
California
Yes (>8 hrs/day)
3–4 Years
Wait-time penalties up to 30 days pay
New York
No (Weekly >40 hrs)
6 Years
100% Liquidated Damages + Interest
Texas / FLSA
No (Weekly >40 hrs)
2–3 Years
100% Double Back Pay for willful violations
Colorado
Yes (>12 hrs/day)
3 Years
Penalties + civil suit available
Washington
No (Weekly >40 hrs)
3 Years
Double damages for willful violations
How Our Calculator Works
We calculate regular pay, overtime premium pay, and double time using the FLSA workweek standard and known state exceptions such as California daily overtime. Results are based on the hours and rate you enter, then broken down into clear line items so you can verify your paycheck quickly.
1. Enter HoursAdd your workweek hours and hourly rate.
2. Apply RulesWe apply federal and state overtime thresholds.
3. Review PaySee gross, overtime, and projected totals.
Frequently Asked Questions
How do you calculate overtime pay?
We multiply your regular hourly rate by 1.5 for overtime hours beyond the applicable threshold, then add the overtime premium to straight-time pay.
Do all states use the same overtime rule?
No. Federal law generally uses 40 hours per workweek, but some states add daily overtime or special thresholds.
Is the calculator free to use?
Yes. OvertimePayUSA is free and does not require sign-up to calculate your overtime pay.
Can I use this for California overtime?
Yes. The site includes California-specific daily overtime logic and related guides.
🔍
Track Every Calculation
Every overtime result is saved to your account — date, hours, rate, total.
⚠️
Detect Underpayment
We compare your records and flag weeks where you may have been underpaid.
📊
Monthly Reports
See your overtime history as a report — export as PDF or share with HR.
How Our Calculator Works
Our overtime pay calculator breaks down your earnings into three categories for maximum clarity:
Regular Pay - Your base hourly rate for hours worked up to the threshold (usually 40/week)
Overtime Pay - Premium pay (typically 1.5x) for hours exceeding the weekly threshold
Double-Time Pay - Double premium (2x) for hours worked beyond daily or weekly maximums
Enter your details above to see an exact breakdown of your gross pay, overtime premium earned, and effective hourly rate.
Key Features
Supports regular, overtime, and double-time calculations
Customizable multipliers for different pay rules
Works for all 50 US states and DC
Free, instant results - no sign-up required
Print, copy, and share your calculation results
Calculates overtime premium (the extra money you earn)
Shows effective hourly rate (actual average earnings per hour)
State-Specific Rules
Overtime laws vary by state. Some states follow federal rules (40-hour weekly threshold only), while others have stricter requirements:
California, Alaska, Nevada: Daily overtime triggers on 8+ hours per day
Scenario 1: Standard Weekly Overtime You earn $20/hour and work 45 hours this week. Your pay: 40 x $20 = $800 regular + 5 x $30 = $150 overtime = $950 total.
Scenario 2: Daily Overtime (California) You earn $20/hour and work 10 hours on Monday (rest of week is normal 8-hour days). Monday alone: 8 x $20 = $160 regular + 2 x $30 = $60 overtime = $220 for that day.
Scenario 3: Double-Time (2x Pay) You earn $25/hour and work 13 hours (California). Pay: 8 x $25 = $200 regular + 4 x $37.50 = $150 overtime (9-12 hrs) + 1 x $50 = $50 double-time (13+ hrs) = $400 total.
Who This Calculator Is For
Hourly workers calculating weekly pay
Employees checking if they have been paid correctly
Job seekers estimating total compensation
Employers calculating payroll costs
Workers in overtime-heavy industries (healthcare, manufacturing, retail, transportation)
Important Disclaimer
This calculator is for educational purposes only. It is not legal, tax, payroll, or financial advice. Overtime laws vary significantly by state, industry, and individual employment status. Always:
Verify your state specific overtime rules with your state Department of Labor
Review your employment contract and company overtime policy
Check with your employer or payroll department about your specific situation
Consult an employment attorney if you believe you have been underpaid
Under the Fair Labor Standards Act (FLSA), most hourly employees in the United States must receive overtime pay of at least 1.5× their regular rate for every hour worked beyond 40 in a workweek. Some states — including California, Alaska, and Nevada — add daily overtime rules on top of the federal weekly threshold.
The Basic Overtime Formula
Overtime Pay = Hourly Rate × 1.5 × Overtime Hours
For example, an employee earning $20/hour who works 50 hours in a week is owed: 40 hours × $20 = $800 regular pay, plus 10 hours × $30 = $300 overtime pay, for a total of $1,100 gross pay.
Federal vs. State Overtime Rules
Federal law (FLSA) sets the floor: overtime begins after 40 hours in a workweek. Several states have stricter rules:
California — overtime after 8 hours/day AND 40 hours/week; double time after 12 hours/day or 8 hours on the 7th consecutive day.
Alaska — overtime after 8 hours/day AND 40 hours/week.
Nevada — overtime after 8 hours/day for employees earning less than 1.5× the state minimum wage.
Colorado — overtime after 12 hours/day AND 40 hours/week.
All other states — federal 40-hour weekly rule applies.
Who Is Entitled to Overtime? (Exempt vs. Non-Exempt)
Not every worker is covered. Under the FLSA, employees classified as exempt are not entitled to overtime. To be exempt, an employee generally must:
Earn at least $684/week on a salary basis (as of 2024; rising to $1,128/week in Jan 2025 under a proposed rule), AND
Perform executive, administrative, professional, outside sales, or computer-related duties.
Hourly workers are almost always non-exempt and entitled to overtime. If you're unsure about your classification, check with your HR department or the U.S. Department of Labor.
Common Overtime Mistakes Employers Make
Failing to count all hours worked — including pre-shift prep, post-shift cleanup, and mandatory training.
Misclassifying hourly workers as salaried exempt employees.
Averaging hours across multiple workweeks instead of calculating each week separately.
Not including bonuses and commissions in the "regular rate" for overtime calculations.
Time and a half means your employer pays you 1.5× your regular hourly rate for every hour you work beyond 40 hours in a workweek. For example, if your regular rate is $20/hour, your overtime rate is $30/hour. Under the FLSA (Fair Labor Standards Act), most non-exempt hourly and salaried employees are entitled to time and a half for overtime hours.
Salaried Employees vs. Hourly Employees: Overtime Rules
Being salaried does not automatically exempt you from overtime. To be exempt, a salaried employee must: (1) earn at least $684 per week ($35,568 annually) as of 2024, and (2) primarily perform executive, administrative, or professional duties. If either condition is not met, the employee is entitled to overtime pay at 1.5× their regular rate — even on a salary basis. Always verify your classification with your HR department or a labor attorney.
Is Overtime Pay Taxable?
Yes — overtime pay is fully taxable as ordinary income at both federal and state levels. It is included in your gross wages and subject to federal income tax, Social Security (6.2%), Medicare (1.45%), and applicable state income taxes. There is no special lower tax rate for overtime earnings. The "No Tax on Overtime" proposals discussed in 2025–2026 would change this if enacted, but as of 2026, overtime remains fully taxable. Use our calculator above to estimate your take-home pay after taxes.
⚖️ Statutory Legal Authority: Overtime pay calculations strictly follow the Fair Labor Standards Act (FLSA), 29 U.S.C. § 207 and U.S. Department of Labor (WHD) Regulations 29 C.F.R. Part 778. State daily overtime rules comply with California Labor Code § 510, Colorado COMPS Order #38, and Alaska Stat. § 23.10.060.